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Many companies can point to a woman high enough on the food chain to show naysayers that anyone can make it up the ranks of power. Facebook has Sheryl Sandberg (photo left), Google has Marissa Mayer, J.P. Morgan has Mary Callahan Erdoes.
許多公司會把女性提升至管理層，以便在批評者面前擺出任何人都可以登上高位的姿態(tài)。這樣的例子包括Facebookd的謝麗爾•桑伯格(Sheryl Sandberg)、谷歌(Google)的瑪麗莎•梅耶爾(Marissa Mayer)、以及摩根大通(J.P. Morgan)的瑪麗•卡拉漢•歐朵斯(Mary Callahan Erdoes)。
These women, however, are few and far between. Women held just 14.1% of executive officer positions in 2011 at Fortune 500 companies, down from 14.4% in 2010, according to recent research conducted by Catalyst, a nonprofit organization that seeks to advance women in business. When it comes to boards, women held 16.1% of seats in 2011, compared to 15.7% in 2010.
不過，這樣的女性總歸只是鳳毛麟角。致力于提升女性在企業(yè)中地位的非營利性機構(gòu)Catalyst最近的一項調(diào)查結(jié)果顯示，2011年財富500強企業(yè)中女性高管的比例僅為14.1%，低于2010年的14.4%。在公司董事會中，2011年女性董事的比例為16.1%，高于2010年的15.7%。
Why are the numbers so low? Despite their talent, education and hard work, many women simply aren't chosen for roles that lead to greater success later. Women often don't have the 'intangible skills' needed to gain the attention of higher-ups at the company, says Elena Rand Kaspi, a former consultant to law firm White & Case and the president of LawScope Coaching, an executive career coaching company.
為何比例如此之低？許多女性盡管才華橫溢、受過良好的教育且工作努力，但就是未能被選中放在日后有望取得更大成就的崗位之上。高管職業(yè)指導(dǎo)顧問企業(yè)LawScope Coaching總裁、曾在律師事務(wù)所White & Case任顧問的艾琳娜•蘭德•卡斯皮(Elena Rand Kaspi)說，女性往往不具備獲取企業(yè)高層關(guān)注所必需的“無形技能”。
Getting 'chosen,' then, is an art that many women need to learn. FINS spoke with women executives and leadership coaches to determine the best ways you can position yourself for the next great position.
如此說來，爭取“被選中”是許多女性需要學(xué)會的一門功課。記者采訪了數(shù)位女性高管和管理層職業(yè)顧問，希望找到幫助女性在職場更上一層樓的最佳途徑。
